Wage Sanctions in Case of Illness in Delft: Differences with UWV Benefit Reductions

## Introduction In Delft, where many TU Delft employees and local companies deal with absenteeism due to illness, sanctions affect not only benefits, but also wages. This article compares wage sanctions by Delft employers with UWV reductions, with a focus on procedures, local examples and protection via the Rechtbank Den Haag (Delft location). ## Employer Wage Sanctions During the first-year wage payment, a Delft employer may reduce by 70% if you refuse reintegration, for example by refusing an appointment with the occupational physician in the city. This requires a warning and hearing procedure. Legal basis: BW article 7:629. In Delft cases at the subdistrict court, discussions often arise about local reintegration opportunities, such as jobs at the university or municipality. ## UWV Benefit Reduction After two years WIA: up to 70% reduction or termination via the UWV office in Zoetermeer, which handles Delft applications. Stricter, but with right of objection at the Rechtbank Den Haag. ## Differences - **Term**: Wage immediately after refusal, benefit after WIA assessment. - **Amount**: Wage more flexible depending on CAO (e.g. TU Delft CAO), benefit fixed at 70%. - **Appeal**: Both via subdistrict court Delft or Rechtbank Den Haag; local lawyers advise to litigate quickly. ## Protection Medical necessity, confirmed by Delft specialists, blocks sanctions. Use CAO provisions or local trade union support for extra safeguards. In case of unjustified sanctions by a Delft employer: claim via Juridisch Loket Delft. Choose the right strategy per situation, taking into account the Delft labour market. (278 words)